Training Transfer improvement at organizational level
Babkina, Marina (2014)
Saimaan ammattikorkeakoulu
2014
All rights reserved
Julkaisun pysyvä osoite on
https://urn.fi/URN:NBN:fi:amk-2014060912219
https://urn.fi/URN:NBN:fi:amk-2014060912219
Tiivistelmä
This thesis is a study of Training Transfer (TTransfer) as the process of application at a workplace all knowledge, skills, attitudes and capabilities gained after different trainings. The highest value of TTransfer for business is continuous improvement of job-related performance. The main purpose of this research was to analyse various methods of TTransfer enhancement in order to develop effective and flexible tool with recommendations to use.
The theoretical research was undertaken through precise review of diverse scientific literature, webinars and the Internet discussions. Empirical part was a largely qualitative study, however quantitative analysis was conducted with comparative diagrams and charts. Using best practices approach, the research carried out semi-structured interviews with experts in the human resource development (HRD) area.
Based on the findings, more than 120 factors affecting TTransfer were classified, including 23 newly suggested. A model of TTransfer factors was developed with the most significant variables, which is the basis for suggested TTransfer Strategy. On the meeting before and after training, the manager, learner and HR professional should approve actions for TTransfer maximization using the suggested TTransfer Strategy form and guide with a set of questions to follow. These proposed universal tools, as results of this study, are recommended to apply practically for TTransfer improvement.
The theoretical research was undertaken through precise review of diverse scientific literature, webinars and the Internet discussions. Empirical part was a largely qualitative study, however quantitative analysis was conducted with comparative diagrams and charts. Using best practices approach, the research carried out semi-structured interviews with experts in the human resource development (HRD) area.
Based on the findings, more than 120 factors affecting TTransfer were classified, including 23 newly suggested. A model of TTransfer factors was developed with the most significant variables, which is the basis for suggested TTransfer Strategy. On the meeting before and after training, the manager, learner and HR professional should approve actions for TTransfer maximization using the suggested TTransfer Strategy form and guide with a set of questions to follow. These proposed universal tools, as results of this study, are recommended to apply practically for TTransfer improvement.